Generational Similarities & Differences

1. GENERATIONAL SIMILARITIES AND DIFFERENCES Learn the Value each Generation offers by: • Exploring our Similarities & Differences, • Leveraging the Strengths of Your Own, • and Find that a Multigenerational Workforce is the Most Effective

2. WHY 1. Customer Requested 2. You Matter & Are Good & Valuable … No Matter Your Age 3. Believe in This! 4. Market This! (Invite Others to Believe In It) 5. Learn How We Can Lift Each Other © Copyright 2020, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

3. Agenda Part I – Facts (#factsarefacts) • Info Acquisition – let’s all be on the same page  Names of the 5 Generations  Years they Encompass • Understanding the Significance – why is this important?  Why This Matters  What This Means • Apply the Information – how does this play-out?  Cons  Pros  Actionables Part II – Activity (where’s the lie?) • Info Acquisition – but which generation are you really??  Worksheet Exercise  The Big Reveal • Apply & Analyze – how does this play-out?  How this affects your Self-Perception  How this affects your Interaction with Audiences • Synthesize – what would you do/say, when?  1 Accomplishment  Spin it 3-5 Ways • Close – 3 courses of food for thought © Copyright 2020, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

4. Part I – Facts (#factsarefacts) • Let’s talk some basic facts so we are all on the same page. • FYI – the below are approximate ranges for generations. There is always debate (ex – some say Gen Z is 1995 & on, 1997 & on, 1998 & on, etc.) © Copyright 2020, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

5. WHAT ARE THE GENERATIONS? 1928 - 1945 1946 - 1964 1965 - 1980 1981 - 1997 1998 - Present Traditionalists Baby Boomers Gen X Gen Y/Millennials GenZ/iGen All 5 Generations are Currently in the Workforce! © Copyright 2020, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

8. REALISTIC OUTLOOK Cons • We’re Still Figuring It Out: not everyone sees the bigger picture yet, has learned to optimize resources, or is too swayed by sensationalist media • You Have the Opportunity to be a Leader: this can feel like a large responsibility & so it requires solid boundaries Pros • We’re Still Figuring It Out: you get to inform how your story is told – you decide by how you perceive, communicate & interact • You Have the Opportunity to be a Leader: you will know more than the average person so you get to leverage that knowledge should you so choose Become Informed • Research the Topic • Form your Own Opinions • Understand your Audience • Leverage & Market Your Skills for that Audience © Copyright 2020, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

9. Part II – Activity (where’s the lie?) • Let’s find out which generation “you are really” … aka: there are a lot of stereotypes out there that don’t even apply! • Let’s Apply & Analyze this to self & audience • Let’s Synthesize this to real- life scenarios © Copyright 2020, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

10. THE TEAM – Characteristics & Traits of Generations August Romero GenX or Millennial? Hau Lindqvist Gen Z?? Allan Aslan Traditionalist or Baby Boomer? © Copyright 2020, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

11. WORKSHEET ACTIVITY PURPOSE: 1. To understand definitions of generations better so that we can understand what society is referencing 2. To combat stereotypes 3. To unearth our own strengths & values 4. To relate to those in different generations – Hey do you like ____? Me too! 5. To see how we “fit” © Copyright 2020, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

12. WORKSHEET ACTIVITY Instructions: A. Left-Hand Column, Fill In The Blank – (Individual) 1. How do you Self-Identify? 2. What is your Generational Identity? (according to the year ranges) B. Right-Hand Column, Circle – (Individual/Partners) 1. Circle all Attributes/Characteristics that you Relate/Apply to You 2. Tip: Use the Left-Hand Column to Brainstorm responses to the Categories as a guide in what you Circle C. Right-Hand Column, Label & Tally – (Whole Group) 1. Put the Corresponding Initial Next to the Coordinating Attribute/Characteristic 2. Tally at the End © Copyright 2020, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

13. WHAT ARE THE GENERATIONS? 1928 - 1945 1946 - 1964 1965 - 1980 1981 - 1997 1998 - Present Traditionalists Baby Boomers Gen X Gen Y/Millennials GenZ/iGen • Tech-innate (first generation to grow up with modern technology) • Accepting of others • Make things • Realists • Individualistic • Competitive • Transparent • Entrepreneurial and inventive spirit • Concerned about the cost of education • Live to work • Self worth = work ethic • Loyal to employer • Competitive • Goal-centric • Process oriented • Focused • Disciplined • Enjoy working in teams and proving themselves to the team • Need to know that they are valued • Want to make a difference • Work to live • Crave independence • Skepticism • Focused on results • Think Globally • Adapt to change • Eager to learn • Thrive on flexibility • Education is a necessary means to succeed • Fully transparent, shares everything • Do well with detailed instructions • Desire to make an impact • Commerce & conscience together • Value Diversity • Love technology • Education is a highly expensive necessity • Do not perform at their best in a traditional work environment • Find solutions using technology https://thriveglobal.com/stories/main-characteristics-per-generation/ | https://www.thebalancecareers.com/workplace-characteristics-silent-generation-2164692 • Hardworking • Willpower • Loyal Employees • Respect Authority • Waste Not, Want Not • Can Be Tech- Challenged • Traditional © Copyright 2020, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

14. Multigenerational Workforce Generations o Traditionalists: 1928-1945 o Baby Boomers: 1946-1964 o Gen X: 1965-1980 o Millennials/Gen Y: 1981-1997 o Generation Z, iGen: 1998 - present Characteristics & Traits o Pride/Loyalty o Status/Competition o Independence o Personal Meaning (TEDx : 2012 survey says opportunity for personal development is most important to Millennials with only 21% saying money was important) o (Who even knows?!): most diverse, blended- identity generation and will probably be more entrepreneurial Webinar: “Managing the Multigenerational Mix: How to Lead your Diverse Team to Success” © Copyright 2020, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

15. APPLY THIS TO YOUR CAREER Self-Perception – how do you use the above traits/characteristics to believe-in yourself? Affirm Empowering Beliefs Action Plans Audience Awareness – how do you use the above traits/characteristics to market yourself to others/have them believe-in you? Network Info Interview Interview © Copyright 2020, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

16. SYNTHESIZE – WHAT WOULD YOU DO/SAY, WHEN? BABY BOOMER / GEN X Do/Say:_______ ______________ ______________ ______________ GEN X / MILLENNIAL Do/Say:______ ____________ ____________ ____________ MILLENNIAL / GEN Z Do/Say:_______ ______________ ______________ TRADITIONALIST/BABY BOOMER Do/Say:_______ _ _____________ _____________ _____________ ______ Your Generation: ________________ Accomplishment/ Scenario:________ ________________ ________________ ________________ ________________ ________________ © Copyright 2020, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

17. Close Few Things: 1. Your “Old” is Different than My “Old”: Remember – just because you might not have wanted to hire someone “older,” does not mean someone of my generation would not want to. 50 is the new 40! 40 is the new 30! 30 is the new 20! 2. Attitude can be the Issue, Not Generation: Remember – those who stereotype & nay-say people based on generation/age … have more in common than they think. That’s not a generational thing, that’s an attitude. You can shift yours & attract those who are more constructive in theirs, as well. 3. You Set the Terms: Remember – how you Self-Identify (and therefore think, behave, interact) always speaks more loudly than how you look. You get to set the terms, & you have control over how you market yourself. Everyone, not just “older” or “younger” people, need be mindful of how we market ourselves … anyone who wants to find a quality fit at completive pay. That is the leveling & leveraging factor. © Copyright 2020, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

18. Webinar: Managing the Multigenerational Mix: How to Lead your Diverse Team to Success, Lindsey Pollak Forbes Online: https://www.forbes.com/sites/wesgay/2017/10/20/multigeneration- workforce/#73e0ca304bfd https://thriveglobal.com/stories/main-characteristics-per- generation/ The Balance Careers: https://www.thebalancecareers.com/workplace-characteristics-silent- generation-2164692 RESOURCES © Copyright 2020, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

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